This presentation provides a brief insight to what is performance appraisal and what could be the various methods of doing performance appraisal.

1. PRESENTED BY:-
PALVIKA BARGUJAR

2. Performance Appraisal is the systematic
evaluation of the performance of employees
and to understand the abilities of a person
for further growth and development.

3. Performance appraisal is generally done in
systematic ways which are as follows:
 The supervisors measure the pay of
employees and compare it with targets and
plans.
 The supervisor analyses the factors behind
work performances of employees.
 The employers are in position to guide the
employees for a better performance.

4.  To maintain records in order to determine compensation
packages, wage structure, salaries raises, etc.
 To identify the strengths and weaknesses of employees
to place right men on right job.
 To maintain and assess the potential present in a person
for further growth and development.
 To provide a feedback to employees regarding their
performance and related status.
 To provide a feedback to employees regarding their
performance and related status.
 It serves as a basis for influencing working habits of the
employees.
 To review and retain the promotional and other training
programmes.

5.  Promotion
 Compensation
 Employees development
 Communication
 Motivation
 Selection validation

6.  Ranking
 Confidential Report
 Performance Test
 General Appraisal
 360 Degree appraisal
 Technological / Administrative appraisal
 Manager performance appraisal
 Employee self-assessment
 Project evaluation review
 Sales performance appraisal

7.  The ranking system requires the rater to rank
his subordinates on overall performance. This
consists in simply putting a man in a rank
order.
 Under this method, the ranking of an
employee in a work group is done against
that of another employee.
 The relative position of each employee is
tested in terms of his numerical rank.
 It may also be done by ranking a person on
his job performance against another member
of the competitive group.

8.  Prepared by the employee’s senior in a confidential
manner. The employee’s highs and lows in performance
during the past year are evaluated.
 The information is kept secret and confidential.
 Employee is not given a chance to improve his/her
performance as he/she is not notified of their
shortcomings in performance.

9.  Ongoing communication between manager and
employee throughout the year.
 At end of the year, they will determine whether the
pre-set goals and objectives were met, provide
feedback and set new goals accordingly.

10.  This is based on the test of knowledge or
skills. The tests may be written or an actual
presentation of skills. Tests must be reliable
and validated to be useful.
 Advantage – Tests may be apt to measure
potential more than actual performance.
 Disadvantage – Tests may suffer if costs of
test development or administration are high.

11.  360-degree appraisal will
include direct feedback from
an employee's subordinates,
peers (colleagues), and
supervisor(s), as well as a self-
evaluation.
 It can also
include feedback from external
sources, such as customers and
suppliers or other interested
stakeholders.
 The feedback of peers can be
reviewed by the manager and
considered during appraisal.

12.  Focuses on technical skills because
employees have expert tasks.
 Employees are judged on specific, amount of
work completed, and other tasks.

13.  In simple words, it is the appraisal of
manager which includes feedback from team
members, usually obtained secretly.
 It takes into consideration the job skill as
well as human resource skill of the manager.

14. Employees rate
themselves.
Self assessment is
compared to an assessment
completed by the manager
and then discussing the
differences that occurs.

15.  In this process, the employee is assessed at
the end of each project he/she completes.
 It provides managers necessary tools so that
they can make any adjustments for the
upcoming project.

16.  A salesperson is assessed on his/her results
with the set goals as their performance is
related to the financial goals of the
organization.
 A manager and salesperson discuss ways to
achieve their goals and changes that need to
be made to make them reachable yet
realistic.

17. THANK YOU!!!!!